The majority of small businesses and startups employ between 3 and 19 people. This is why, as a startup owner, you won’t have a large workforce to stand behind. For this very reason, you need to ensure that every single hire that you make is the right pick for your company. What you need are people who are motivated, skilled, cooperative and loyal and finding them is not an easy task. So, here are five tips to help you recognize the talent that your startup needs and a couple of hints on how to bring them on board.
Restructure your interview
The first thing you need to understand when hiring people is the fact that you need both introverts and extroverts on your team. The problem with this lies in the fact that the majority of entrepreneurs base their decision on who to hire based on an interview, which is where extroverts always excel. Keep in mind, however, that introverts are usually some of the best employees, seeing as how they’re not distracted by short-term rewards.
This is why you need to pay more attention to one’s resume and work history, as well as give them a chance to demonstrate their skill. You can even test an employee in order to see their performance. Also, in your interview, you need to try and learn as much as you can about them as people. For instance, one question where you’ll be able to look past their charisma and rhetorical skill is the one that revolves around their habits. Some of them, have habits of wildly successful people and this may be an indicator of future greatness.
Find someone who fits your company culture
Another thing you need to understand is the importance of your company culture in finding adequate employees. Unless people feel pleasant in your company they aren’t likely to stay there for long, regardless of how many times you offer them a promotion or how much you’re paying them. This is why you need to try and recognize those people who share the same principles and ideas (related to your industry) as you do and bring them on board. People with the same views of the industry are usually those that make for compatible teams and using your company culture as a point of reference is a great way to determine this.
Look for a legal counsel when hiring
There are so many scenarios where people make contracts on their own only to find them to not be adequate enough. In a scenario where a contract is in any way ambiguous, the court will always decide in favor of the party that didn’t participate in its making. In other words, you’ll be the party that takes the fall. This is why you need to have proper legal counseling both when hiring and in general. Therefore, one of your first objectives needs to be finding adequate small business legal advice to follow. Local legal firms are more than willing to offer this service and you need to investigate their reputation in order to find those that you want to work with.
Don’t ask for too much experience
Remember that the employment contract is a two-way street. What this means is that your employees are there to offer their services but they expect something in return. In other words, people who are really experienced, skilled and accredited in the field will expect to be paid accordingly, which is, most likely, something that you can’t afford. On the other hand, by raising the required experience bar too high, what you’ll do is rule out the vast majority of your talent pool, some of which are more than skilled and motivated to work for you. In other words, setting your expectations too high is the single most reliable way for you to get disappointed.
The right person for the job
Nowadays, it’s possible for entrepreneurs to outsource the majority of their work to an outside agency, which means that, technically, you could run an enterprise with a lot fewer employees than you’ve expected. So, you can start this list by examining the number of employees that you’ll actually need and pinpointing the positions that you’ll need them in. This way, you can even do some research on personalities that are ideal for each position in your team. With this kind of psychological profiling on your side, your odds of making the right choice are substantially higher.
At the end of the day, it’s true that the majority of these factors are individual and that the only way to see how good one is as an employee is to actually hire them. Fortunately, by abiding by these several simpler rules, you’ll drastically increase the chance of making the right hire, thus giving your company a much better chance in the business world.
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